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The lack of effective strategies to utilize the knowledge and skills gained by expatriates has long been regarded as one of the weakest links in international human resource management. Difficulties in managing the readjustment process and structuring an appropriate career path for repatriates have led to repatriate underutilization and high attrition. The damaging effects of these outcomes relate to a critical but seldom discussed strategic concern in today's global knowledge economy–the failure of most organizations to harvest repatriate knowledge.